Study On The Relationship Between The Organizational Culture And Employee Performance

In the late1970s and early’80s, scholars had putted forward the theory of the organizational culture. After World War II, the rapid rise of Japan’s economy has caused people’s attention and thinking. Many management has studied on the management idea of some Japan enterprise, discovering they attaches great importance to the employees’ feelings and focus on values. Through further study to find that such management methods behind there is a profound cultural background. In this way, the simple management turn into the study of enterprises support, from this, organizational culture had been putted forward and more and more attention.With the deepening global economic integration process the enterprises are facing increasingly environment of challenging market. If enterprises want to survive in the changing environment, they must keep a good competitive ability and unique competitive advantages. Having unique organizational culture can make the enterprise in market competition with straight edge on business. Managers want to be able to through the organizational culture affect the organization’s management practice and the operation of human resources to affect the employee’s individual performance and to improve enterprise’s overall performance, and through this way to form their own core competitiveness. Organizational culture as an informal control system guides and influences all aspects of staff to enhance communication between the members of the organization performance and reduce transaction costs between employees. The staff is not only the creator of the organizational culture, but also a "carrier" of the organizational culture, organizational culture bearers and practitioners. In order to produce a good product and provide high-quality service, to create the best operating performance, generating real spirit of the positive effects of the changes in the material, all members of the organization should actively practice of a correct behavior and behavior norms advocated by the outstanding culture in the working and living life, that an excellent work style and traditional practices, that a positive mental outlook, and that working in their own work positions with loving.Taking commercial banks as the research object, this paper mainly studied the relationship between organizational culture and employee performance, through theoretical deduction to clearly define the two key concepts of organizational culture and employee performance, and establish a conceptual model based on widely accessing, analyzing and learning from previous related theoretical research of organizational culture and employee performance. Then this paper determined the dimensions of organizational culture and employee performance for the study by reading a large number of literatures. In the course of the study, the organizational culture is divided into two dimensions of organizational culture strength and organizational culture matching and employee performance is divided into two dimensions of task performance and contextual performance. And then this paper put forward the hypothesis of the paper. This paper designed the measurement scale for this study by learning from measurement scale of previous organizational culture and employee performance. Finally, this paper use statistical analysis methods to verify those hypothesis what describe the relationship between organizational culture and employee performance as well as among the various dimensions.The results show that organizational culture strength and organizational culture fit are positive significant effect on employee performance and all dimension of employee performance, and Intensity of organizational culture’s influence on the performance process is affected by the organizational culture compatibility.Combined with the research results, to get the following management implications:(1) Organizations in the organizational culture construction should focus on two aspects of the building, on the one hand, is to organize the construction of cultural strength, on the other hand is the construction of the matching degree of organizational culture. Organizational culture strength and organizational culture matching affect employee performance, while building organizational culture strength to organize the construction of cultural match should not be ignored, and the construction of organizational culture strength must have a certain cultural matching as a basis.(2) Organizational culture angle essence is people-oriented management. Organizational culture as a theory, it emphasizes unnoticed cultural factors, and not allow people to give up focus on economic, technological and other factors. What organizational culture emphasized is in the management of human-centered, respect talent, love talent, stimulate the creativity of talent.